The UK Government rejected the recommendation to create a ‘model’ menopause policy for UK businesses to implement and follow. They also rejected the recommendation for menopause to become a protected characteristic, providing reasoning that menopause discrimination would be deemed as sex and/or age discrimination.

However, the Government has accepted the recommendation to appoint a menopause ambassador to work to assist with growing support and awareness of menopause in the workplace.

Why implement a menopause policy?

Whilst the menopause policy is not a mandatory requirement by the Government, opting not to support those going through menopause may lead to other legal implications. These implications include sex and/or age discrimination claims.  

By implementing a menopause policy, the business is supporting employees, helping to improve morale and performance within the business.  Businesses lacking support may see high sickness absences, poor working relationships, and higher turnover rates.

Can menopausal symptoms be classed as a disability?

If employees’ menopausal symptoms are severe, it may be classed as a disability.

Symptoms of menopause vary, the symptoms can range from mild to severe varying for each person, and symptoms last for typically 4 years, however many for some it’s much longer. Symptoms may include;

• anxiety
• difficulty sleeping
• migraines
• problems with memory, brain fog, and concentration
• Mood changes
• Weight gain
• Hot flushes
• Aches and pains in muscles and joints
• Palpitations
• Skin changes

How to support menopause in the workplace

Reports published in 2019 by the Chartered Institute of Personnel and Development, highlighted that 1 in 4 menopausal women say they don’t get the support needed from managers.

• Create a working environment that is understanding and has open communication, allowing employees to voice their problems to managers in 1-1 settings.
• Flexible towards the employees’ needs, this may include not including menopausal sickness absences towards triggers or allowing for working from home to manage hot flushes.
• Review health and safety policies, making sure to take into account all workers of various ages. Carrying out a risk assessment and workplace assessment is recommended.
• Increasing awareness of menopause, highlighting the implications of ‘jokes’ being deemed as insensitive and discriminatory.

If the business doesn’t have adequate support for employees suffering from menopausal symptoms, it may result in employees having lower engagement and morale. This has a lasting impact on performance and productivity.

Employers have a duty of care for employees, taking into consideration employees’ emotional and physical well-being. Failures to support employees to a satisfactory level may have a detrimental impact on the employer-employee relationship. Furthermore, failure to meet the duty of care requirements may end with a costly tribunal claim.

What should be included in a menopause policy?

FREE Menopause Policy Template

Download your free menopausal policy template for your employee handbooks.  Including a menopause policy in the workplace, helps support employees suffering from menopause symptoms. The policy will ensure everyone is treated fairly and respected within the workplace.